Master Agreement

between

Clio Area Schools

Board of Education

and

Clio Office

Personnel Association

2016-2019

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Table of Contents

Article Page Agreement 3

I Recognition 3

II Deductions 3

III Rights 4

IV Working Hours 5

V Working Conditions 5

VI Vacancies, Transfers & Promotions 6

VII Grievance Procedure 7

VIII Fringe Benefits 9

IX Leaves 17

X Evaluations 19

XI Negotiations Procedures 19

XII Duration of Agreement 20

Appendix

A Wages 21

B Longevity 22

C Classification 23

D 2015/2016 Calendar 24

E Evaluation 25

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AGREEMENT

This Agreement entered into this June 09, 2016, by and between the Clio Board of Education, hereinafter

referred to as the “Board” and Clio Office personnel Association MEA/NEA, hereinafter referred to as the

“Union and/or Association”

ARTICLE I

Recognition

The Board hereby recognizes the Union as the exclusive bargaining representative for all

employees in the bargaining unit described as follows: All secretaries and clerks,

excluding office and clerical employees assigned to the Central Administration offices,

Bus Service Center and supervisors as defined by the Michigan Employment Relations

Commission.

A. A regular, full-time employee is one who is employed at least six (6) hours per day

for the regularly scheduled work year.

B. A regular, part-time employee is one who is employed a specific number of hours

each week for the regularly scheduled work year, but less than thirty (30) hours per

week.

C. A probationary employee is one who is employed to fill a regular full, or regular part-

time position, but is considered to be on probation for the first ninety (90) working

days of the employment, according to Article 5, paragraph D.

D. A substitute employee is one who is employed to fill a regular full, or regular part-

time position on a per-diem basis in the absence of the regular employee.

E. A temporary employee is one who is employed to temporarily fill a regular position

for less than ninety (90) days, according to Article 6, paragraph C.

ARTICLE II

Deductions

Upon appropriate written authorization from the employee, the Board shall deduct from

the salary of any employee and make appropriate remittance for annuities, Flint Area

School Employees Credit Union, savings bonds, United Way, or any other plans or

programs approved by the Board.

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ARTICLE III

Rights

A. Association Rights

1. Pursuant to the Michigan Public Employment Relations Act, the Board hereby agrees that every

employee of the bargaining unit shall have the right to freely organize, join and support the

Association for the purpose of engaging in collective bargaining and other concerted and lawful

activities for mutual aid and protection.

2. The Association and its representatives shall have the right to use school buildings at all

reasonable hours for meetings, provided that when special custodial service is required, the

Board may collect the established charge thereof. No charge shall be made for use of school

rooms before the commencement of the school day, nor for a reasonable time after school hours.

Duly authorized representatives of the Association and their respective affiliates shall be

permitted to transact official Association business on school property at all reasonable time,

provided that this shall not interfere with or disrupt normal school operation.

3. The Association shall have the right to use school facilities, materials and equipment, including

clerical and audio-visual equipment, at reasonable times, when such equipment is not otherwise

in use, with the permission of the Administration.

4. The Association shall have the right to post notices of activities and matters of Association

concern on bulletin boards, at least one of which shall be provided in each school building.

5. After having received a written request from the President of the Association or her designee,

the Board agrees to furnish to the Association, in response to reasonable requests, all available

information concerning the financial resources of the District, and such other information which

may be necessary for the Association to develop accurate proposals for bargaining and to

process any grievance.

6. The provisions of this agreement shall be applied without regard to race, creed, religion, color,

national origin, age, sex, marital status, and/or physical impairment.

B. Board Rights

1, The Board, on its own behalf and on behalf of the electors of the Clio School District, hereby

retains and reserves unto itself, all powers, rights, authority, duties and responsibilities

conferred upon it and vested in it by the School Code and the laws of the State, the Constitution

of the State of Michigan and/or the United States. Such rights and duties, etc., shall include

but not be limited to, the right to:

a. Manage and control its business, its equipment, and its operations of the entire school

system.

b. Continue its rights, policies, and practices of assignment and direction of the

personnel and schedule all of the foregoing.

c. Determine the services, supplies and equipment necessary to continue its operation

and to determine methods and means of distributing the above.

2. The Board shall continue to have the right to establish, modify or change any condition except

those covered by provisions of this Master Agreement.

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ARTICLE IV

Working Hours

A. Employees will be given their schedules (Appendix D Calendar) by the end of the first semester of the

previous work year if available. However, if the district’s needs change, hours or days may be increased

or decreased. Before hours or days are decreased on a permanent basis, the Administration shall meet

with the Union to discuss the reasons. If hours or days are increased, employees will be paid for the

increased hours or days.

B. Each full-time employee working six (6) hours or more shall be entitled to have two (2) fifteen (15)

minute breaks. Each part-time employee, working more than three (3) hours, shall be entitled to have

one (1) fifteen (15) minute break. An employee working seven (7) or more hours shall also be entitled

to a thirty (30) minute, duty-free lunch period.

C. Employees who are requested to work beyond their scheduled time shall be compensated at the current

hourly rate up to forty (40) hours, or granted compensatory time. For time worked in excess of a forty

(40) hour week, the employee will be entitled to time-and-one-half, or compensatory time, as agreed to

between the employee and his/her supervisor.

ARTICLE V

Working Conditions

A. Employees shall cooperate with the faculty in creating an atmosphere conducive to good working

conditions for both employees and students

B. Employees are expected to give two (2) weeks or more notice when leaving the employment of the

school.

C. 1. No employee shall be disciplined, suspended or discharged for reasons without just cause.

2. Any disciplinary action taken against an employee shall be appropriate to the behavior which

precipitated the disciplinary action, and all written disciplinary action will be documented as

such.

3. It is agreed and understood that the following progressive system of discipline shall be

followed in disciplining bargaining unit members.

a. Verbal warning

b. Written warning

c. Written reprimand

d. Suspension with pay

e. Suspension without pay

f. Dismissal for reasons which are not for just cause.

4. The progressive steps may be altered, dependent upon the seriousness of the nature of the

incident.

5. Any employee has the right to representation for any disciplinary matter.

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6. In the event any employee shall be suspended or discharged from employment and believes

he/she has been unjustly treated, such suspension or discharge shall constitute a case to be

handled in accordance with the grievance procedure, except that probationary employees may

be terminated at any time without recourse to the grievance procedure.

7. Serious or frequent complaints made against an employee by any parent, student or other

person, will be promptly called to the attention of the employee. Any complaint regarding

dishonesty or moral turpitude will be brought to the employee’s attention promptly.

8. Any complaint significant enough to be investigated by the District will be submitted in writing

by the complainant, on the District complaint form. Said complaint will be investigated

promptly by the District. If no disciplinary action is taken, the complaint will be removed

from all District records no later than one (1) week from the date of the complaint.

9. No polygraph or lie detector device shall be used by the school district in any investigation of

any employee.

D. New hires shall be considered probationary employees until they have completed ninety (90) working

days.

E. The Board shall save harmless employees from liability as long as negligence is not involved while

administering first aid or medicine, provided the employee was following the rules and regulations set

down by the Board. The Board shall supply each employee with a copy of District rules and regulations

regarding first aid and administering of medication set forth by the Board and provide changes and

updates as they may occur. Each employee will be given this information at the beginning of each school

year upon employee request.

F. The Board and secretaries recognize that, although specific description of proper dress may vary

according to secretarial assignment circumstances, the wearing of jeans and “T” shirts, or other attire of

similar informality are not generally appropriate for secretarial assignment.

G. If an association member is requested to work additional time beyond his/her normal workday (hours),

the employee will be able to flex his/her schedule if approved by his/her immediate supervisor.

ARTICLE VI

Vacancies, Transfers and Promotions

A. A vacancy shall be defined as a position which is unfilled because it is newly created or because

the individual who previously held the position has terminated employment in the bargaining unit by resignation, retirement, death, or is on any other leaves as defined in Article IX, H, or has transferred to another position either within or outside the bargaining unit. Whenever a vacancy occurs in any of the classifications, a written notice of such position shall be sent to the Association President and to each building and posted for ten (10) working days, regardless of whether school is in session or not, before such position is filled on a permanent basis. The Board agrees to interview internal candidates based upon demonstrated ability to do the work, as evidenced by their recent evaluation, before seeking any external candidate for the position. Any finalist candidate selected from the unit must be recommended for hire based on the sole discretion of the administrator seeking to fill a secretarial post under their direct supervision.

B. Promotions will be effective the first day of permanent assignment to the new job and the annual

raise shall start from that date. When moving to a new classification, the employee’s new classification wages shall be in the same year of seniority as the employee’s previous classification

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C. When a position is going to be temporarily vacant, under ninety (90) days, it shall be filled at the discretion of the Administration. For vacancies over ninety (90) days, paragraph “A” shall be followed. Days shall mean working days when referred to in this Agreement, unless otherwise indicated.

D. In a reduction of staff, the District will reduce staff according to the lowest seniority and most

recent evaluation. If there is a tie, the employee with the least seniority will be laid off and the re-call provision will be implemented according to their order of recall rights as outlined in this agreement. Employees whose positions have been eliminated or who have been affected by a lay-off shall have the right to bump into any lateral or lower classifications for which they are qualified, subject to seniority and most recent evaluation. Lay-offs in classification II will be on the basis of seniority, and most recent evaluation. Recalls shall be in the reverse order of lay-off within classification, provided the employee has the ability to perform the required work.

E. Seniority shall be defined as continuous length of service in a bargaining unit position commencing from either the date of hire by the Board of Education or the first day an employee begins work in a position (whichever comes first) to which he/she is subsequently employed by the Board, providing such employment has been continuous. Employees on an unpaid leave of absence shall not accrue seniority. Their seniority shall be frozen for the duration of the unpaid leave. Anyone on a childcare leave (see Article IX, paragraph D), disability leave, or lay-off (see Article IX, paragraph E) shall continue to accrue seniority. An employee on lay-off will accrue seniority up to a maximum of two years. A lottery will be used to determine seniority for those with identical hire dates. Any bargaining unit member who is on lay-off for a period of time that exceeds one (1) year more than the total years worked in the bargaining unit will lose all seniority and recall rights.

F. The District shall provide a seniority list to the Association and to each member of the bargaining unit by October 1st annually. The Association and its members shall have thirty (30) days after receipt of the list each year to challenge the accuracy of the list. Otherwise, the list is accepted until the new list is published. The list shall record the employee’s name, date of hire, and the amount of seniority

ARTICLE VII

Grievance Procedure

A. Definition - A grievance is defined as an alleged misinterpretation, misapplication or inconsistent

application of a specific provision of this Agreement. Any alleged violation for which another forum is

provided shall not constitute a grievance if the employee elects the other forum at any time, such as Civil

Rights, E.E.O.C., F.E.P.C., or M.E.R.C.

B. As used in this Article, the term “employee” may mean a group of employees having the same grievance.

C. Employees may present any grievance with the full assurance that such presentation will in no way

prejudice their standing or status with the school system.

D. The term “days,” when used in this Article shall mean Monday through Friday, except for holidays that

may fall during the period.

E. The Board or the Union may designate a representative other than those specified to handle grievances at

any step of this procedure.

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F. The following matter shall not be the basis of any grievance filed under the procedure outlined in this

Article: The termination of services or failure to reemploy any probationary employee.

G. The time limits provided in this Article shall be strictly observed, but may be extended by written

agreement of the parties.

H. Procedure

1. An employee who feels he/she has a grievance must take the matter up verbally with his/ her

supervisor or request that the Union discuss the grievance with the employee’s supervisor within

ten (10) working days following the employee’s awareness of the act or condition which is the

basis of his/her grievance, who will attempt to resolve it with him/her.

2. If this fails to resolve the grievance, the employee and/or the Union shall reduce the grievance to

writing and present it to the employee’s supervisor within five (5) working days of receipt of the

written grievance, the supervisor shall attempt to arrange a conference with the view of

satisfactorily resolving the grievance. Such conference shall be scheduled at a reasonable time

when there is no disruption of normal school routine and duties of the employee.

If the employee or the Union does not appear at such conference, said grievance shall be

considered settled. If the supervisor or his/her representative does not appear at this conference,

the grievance shall be sent to the Superintendent’s designee.

3. Within five (5) working days after such conference, the supervisor shall answer such grievance

in writing. If the grievance is not appealed from the written answer within five (5) working

days after receipt of such answer, the supervisor’s decision shall be final.

4. If the employee does not accept the supervisor’s written answer, the grievance may be appealed

to the Executive Director of Personnel by sending notice in writing to him within five (5)

working days from the date of the supervisor’s written decision.

5. Within five (5) working days of receipt of the written grievance, the Executive Director of

Personnel shall attempt to arrange a conference with the view of satisfactorily resolving the

grievance. Such conference shall be scheduled at a reasonable time when there is no disruption

of normal school routine and duties of the employee. If the employee of the Union does not appear

at such conference, said grievance shall be considered settled. If the Executive Director of

Personnel or his representative does not appear at this conference, the grievance shall be sent to

the Superintendent.

6. Within five (5) working days after such conference, the Executive Director of Personnel shall

answer such grievance in writing. If the grievance is not appealed from the written answer within

five (5) working days after receipt of such answer, the Executive Director of Personnel’s decision

will be final.

7. If the employee does not accept the Executive Director of Personnel’s written answer, the

grievance may be appealed to the Superintendent by sending notice in writing to him/her within

five (5) working days from the date of the Executive Director of Personnel’s written decision.

8. Within five (5) working days of receipt of the written appeal, the Superintendent will arrange for

a conference with the view of satisfactorily resolving the grievance. Such conference shall be

scheduled at a reasonable time when there is no disruption of normal school routine and duties of

the employee. If the employee or the Union does not appear at such conference, said grievance

shall be considered settled. If the Superintendent or his representative does not appear at this

grievance, the grievance shall be sent to the Board.

9. Within five (5) working days after such conference, the Superintendent shall answer such

grievance in writing. If the grievance is not appealed from the written answer within five (5)

working days from receipt of such answer, the Superintendent’s decision shall be final.

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10. If the employee is not satisfied with the disposition of the grievance by the Superintendent, the

grievance shall be transmitted to the Board of Education by filing a written copy thereof with the

Secretary, or other designee of the Board, within five (5) working days of the Superintendent’s

answer. A committee, designated by the Board of Education, not later than the Board’s next

regular meeting, or two (2) calendar weeks, whichever shall be most convenient to the committee,

may hold a hearing on the grievance, review such grievance in executive session, or give such

consideration as it shall deem appropriate. A copy of the Board’s disposition shall be furnished

to the unit chairman and the local President within ten (10) working days following such decision.

11. Such answer shall be final and binding unless appealed to the next step within ten (10) working

days from the date of the decision.

12 a) Within the ten (10) working days referred to above in Paragraph 11, the party choosing to

arbitrate must give written notice to the other party, setting forth the nature of the grievance

to the arbitrator and file a demand for arbitration with the American Arbitration Association.

b) The rules of the American Arbitration Association shall govern the proceedings.

13. This agreement constitutes a contract between the parties which shall be interpreted and applied

by the parties and by the arbitrator in the same manner as other collective bargaining agreements.

The function purpose of the arbitration is to determine disputed facts upon which the application

of the Agreement depends. The arbitrator shall, therefore, not have authority, nor shall he/she

consider his/her function to include the decision of any issue not submitted or to so interpret or

apply the Agreement as to change what can fairly be said to have been the intent of the parties as

determined by generally accepted rules of contract construction.

The arbitrator shall not give any decision, which in practice or actual effect modifies, revises,

detracts from or adds to any of the terms or provisions of this Agreement. Past practice of the

parties in interpreting or applying terms of the Agreement can be relevant evidence, but may not

be used so as to justify or result in which is in effect a modification, whether by addition or

deletion, of written terms of this Agreement. The arbitrator has no obligation or function to render

decision or not to render decision merely because in his/her opinion such decision is fair or

equitable or because in his/her opinion it is unfair or inequitable.

14. If either party shall claim before the arbitrator that a particular grievance fails to meet the test of

arbitrability, as the same are set forth in this Article, the arbitrator shall proceed to decide such

issue before proceeding to hear the case on its merits. The arbitrator shall have the authority to

determine whether he/she will hear the case on its merits at the same hearing in which the

jurisdictional question is presented. In any case, where the arbitrator determines that such

grievance fails to meet said test of arbitration, the arbitrator shall refer the case back to the parties

without a recommendation on the merits.

15. Unless expressly agreed to by the parties in writing, the arbitrator is limited to hearing one

grievance, including its arbitrability, at any one hearing upon its merits. A separate arbitrator

shall be selected for each issue appealed to arbitration.

16. The arbitrator may make such investigation as he/she deems proper and may, at his/her option,

hold a public hearing and examine all such witnesses and make a record of all said proceedings.

Within thirty (30) days after the close of the hearing, or the date established for filing post-

hearing briefs, if so desired by either party, the arbitrator shall issue his/her decision which shall

be final and binding.

17. The fees and expenses of the arbitrator shall be shared equally by the parties.

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ARTICLE VIII

Fringe Benefits

A. Effective immediately upon date of hire, employees who work six (6) or more hours per day on a regular basis shall be eligible for the fringe benefits set forth in this Agreement.

B. The Board shall provide eligible employees with health, dental and vision insurance coverage.

Employees who are assigned on a regular basis to work six (6) hours or more per day shall qualify for benefits for health, dental and vision insurance paid for by the Board subject to applicable limits provided by the Department of Education. Employees who leave the employment of the Board shall lose all fringe benefits as of their last month worked. The Board shall continue to pay insurance premiums for three (3) full months when an employee is on disability leave.

Employees who are on an approved, unpaid leave of absence shall not be entitled to Board-

paid benefits. However, these employees may elect to continue the health, vision, dental, and life insurance by making arrangements through the Business Manager’s office on the basis that the employee pays the premium prior to the due date and that the arrangement is approved by the carrier. Those employees who are eligible for fringe benefits shall receive either:

Plan A

The District shall provide each eligible employee with medical, dental, and vision insurance. Life insurance and LTD insurance will also be provided. The following LOA outlines the current plan and level of coverage.

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C. Holiday Pay – Employees shall receive their regular rate of pay for their normal work hours for the following holidays, if they meet all other eligibility requirements. The paid holidays are as follows: Independence Day, Labor Day, Thanksgiving Day, Friday after Thanksgiving, Christmas Eve, Christmas Day, New Year’s Eve, New Year’s Day, Good Friday, and Memorial Day. To be eligible for holiday pay, in addition to the eligibility requirements set forth elsewhere, the holiday must fall during the employee’s work year and the employee must have worked the last scheduled work day prior to, and the first scheduled work day following, said holiday or the employee must be on a paid day off from work, such as a paid personal sick day, a paid personal business day, a paid vacation day, or a paid jury duty day. Worker’s Compensation days are excluded from this provision.

D. Vacation – Employees are entitled to vacation days after completing at least one year of service

to the District:

Years of Service Completed Number of Vacation Days Earned 0 0 1 5

2-4 10 5-19 15 20+ 20

Employees who are not scheduled to work year-round shall receive one (1) day of paid vacation for each five (5) additional days of work beyond their normal work year. The Administration has the prerogative to alter the normal work schedule, as it deems necessary. No more than one (1) vacation day per week may be taken during the first two weeks of the school year. Full time district seniority date will be used to determine the amount of vacation.

ARTICLE IX

Leaves

An employee may request a leave under the Family Medical Leave Act. Details for taking this

leave will be printed in each building staff handbook and posted in each building lounge. Details

may also be obtained from the business office or at the government web site,

www.dol.gov/dol/esa/fmla.htm.

FAMILY AND MEDICAL LEAVE ACT OF 1993 (FMLA)

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to

“eligible” employees for certain family and medical reasons.

Employees are eligible if they have worked for a covered employer for at least one year, and for

1,250 hours over the previous 12 months, and if there are at least 50 employees.

Unpaid leave must be granted for any of the following reasons:

· To care for the employee’s child after birth, or placement for adoption or foster care;

· To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition;

or

· For a serious health condition that makes the employee unable to perform the employee’s job.

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For additional information contact the Business Office or the U. S. Government, Department of Labor,

Wage and Hour Division.

A. Sick leave shall be credited annually to each employee on the first day of his/her employment year as

follows:

1. Ten (10) days for employees in Classifications I and II

2. Eleven (11) days for employees in Classifications III and IV

3. Twelve (12) days for employees in Classification V

B. Sick leave chargeable against accrued time may be taken for the following reasons:

1. Personal Illness or Disability:

The employee may use all or any portion of leave days accumulated to recover from illness

or disability which shall include childbirth, adoption (maximum of 10 days following

adoption of child) and the complications of pregnancy.

2. Serious illness or medical care of the spouse, child, or other dependent which requires the

presence of the employee in order to provide the necessary care; or critical illness of the

spouse, child, parents, or parents-in-law. Except in the case of a child, spouse, or parent, the

amount of paid sick leave that can be used is limited to thirty (30) days. Unused sick days

may accumulate from year to year without limitation.

C. Four (4) of the above sick days in any one year may be used for personal business. The specific reasons

must be given, in writing, if requested by the employee’s administrative supervisor. The business days

must be approved in advance by the Superintendent or the Executive Director of Personnel. Generally,

personal business days will not be allowed prior to any holiday or recess period or immediately following

those periods. (These days may be used for religious holidays).

D. Child Care – Any seniority employee may request a child care leave for up to twelve (12) months. The

request shall set forth the beginning and ending date of the leave. By mutual agreement between the

employee and the Administration, the beginning or ending dates may be changed. The request for leave

must be made at least thirty (30) days prior to the expected starting date of the leave. Seniority benefits

will accrue for the length of the leave. (No wage or fringe benefits will be paid or accrued during the

leave.) However, an employee may continue fringe benefits by paying premiums where this is allowed

by the insurance carrier. The employee must notify the Administration at least thirty (30) days prior to

the expiration date of the leave of his/her intent to return from the leave. The employee will be returned

to the same or similar position.

E. Disability Leave – Any employee who has exhausted all paid sick leave may apply for an unpaid leave of

absence for the duration of his/her disability, up to one (1) year. The employee may request an extension

after one (1) year. While on disability leave, no benefits or wages will be paid or accrue, except as

provided in Article VIII, paragraph B (this doesn’t line up with that Article). However, an employee may

continue fringe benefits by paying monthly premiums where allowed by the insurance carrier. The

employee will be returned to the same or similar position.

F. Jury Duty – When an employee is called for jury duty service, he/she shall give his/her immediate

supervisor proper notice and the Board will reimburse him/her for the difference between his/her regular

pay and the amount he/she received for court services up to a limit of sixty (60) days per calendar year.

G. Military Leave – Military leave shall be as required by the law.

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H. Leaves of Absence – Leave of absence without pay may be granted at the discretion of the Board. The

employee will return to the employee’s same position if the leave is for a period of one (1) year or less.

Employees with leaves longer than one year will be returned to the same or similar position.

I. Act of God Days – Those employees required to work on Act of God days will receive compensatory

time for an amount of hours equal to those actually worked. All employees shall receive their usual

salary compensation. If these Act of God days need to be made up in order to fully participate in State

Aid, they may be made up by adding them to the regularly scheduled work year. Those additional days

will be made up without compensation, except for Classification V secretaries, who will receive pay for

these days.

J. Bereavement leave – An employee is entitled up to a maximum of five (5) days per death of the following:

spouse, children, step-children, mother, father, step-parents, mother-in-law, father-in-law, brother-in-

law, sister-in-law, grandparents, grandchildren and siblings. These days shall not be deducted from the

sick day allowance. Bereavement leave must be used at the time of the funeral service or memorial

service if held at a later date.

K. Return from Leave – Upon return from a leave of absence, the bargaining unit member shall return to the

same, previously held position. If the position has been eliminated, the bargaining unit member shall be

offered an available position comparable to the previously held position. If no position is available, the

bargaining unit member shall be returned to a position, pursuant to the procedures outlined in Article VI,

paragraph D.

ARTICLE X

Evaluation

The Board and the Association agree that the primary function of evaluation is the improvement of job

performance. To that end, the parties agree to the following process:

1. The evaluations shall be conducted by the supervisor to whom the employee is assigned. The

person conducting the evaluation shall be knowledgeable about the duties of the person being

evaluated and shall not be a member of the bargaining unit.

2. All evaluations shall be completed on the form labeled “Appendix E.”

3. Evaluations of regular employees may take place at least once annually.

4. All monitoring or observation of the work of an employee shall be conducted openly and with full

knowledge of the employee.

5. When an evaluation has been completed, the supervisor shall meet with the employee to discuss

same within ten (10) days.

6. A copy of the written evaluation will be placed in the employee’s personnel file. It shall be signed

by both the evaluator and the employee. The signature of the employee does not imply agreement

with the evaluation.

7. Employees shall have the right, upon request, to review the contents of their personnel file.

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ARTICLE XI

Negotiation Procedures

A. Negotiations on a new Agreement will begin not less than sixty (60) days prior to the expiration date of this Agreement.

B. If Mediation or Fact-finding meetings are scheduled during the working day, an employee representing the union shall be released from regular duties without loss of salary.

C. The Board shall provide a copy of this Agreement to each member of the unit and ten (10) copies to the Union President within thirty (30) days after ratification.

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APPENDIX A

WAGES

2016-2017, 2017-2018, 2018-2019

CLASSIFICATION: I II III IV V

1st Year $19,834 $20,142 $24,597 $25,611 $30,392

2nd Year $20,409 $20,717 $25,172 $26,186 $30,967

3rdYear $20,984 $21,292 $25,747 $26,761 $31,542

Work experience in the District or out of the District will be evaluated to determine placement on the above

salary schedule by step and classification. Personnel who, because of job reclassification would have to have

a salary reduction would be grandfathered and would remain at their present salary until they could move

into a higher classification, or until their classification would allow them a raise.

The hourly rate will be determined by dividing the yearly salary by the employee’s yearly hours as listed in

Appendix C. If an employee’s yearly hours are changed, Appendix A will be changed accordingly.

A .75% off-schedule stipend will be paid to all secretaries on the last payroll prior to Christmas

Break for the 2016/2017 school year. Salary changes will be commensurate with the CEA for the

2017-2018 and 2018-2019 school years.

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APPENDIX B

LONGEVITY

Those employees with the required number of continuous years as support staff in the Clio system at the end

of their work year shall receive in their last payroll check in June, longevity pay as set forth below:

CATEGORY

1. 11-15 Years $500

2. 16-20 Years $550

3. 21-25 Years $600

4. 26+ Years $650

An employee who leaves the employ of the school district before the end of his/her regularly scheduled work

year would not receive longevity pay for that year.

Perfect Attendance Any Bargaining Unit Member who does not use any sick leave, business days, or have any deduct days shall

receive the following stipend at the end of each work year:

$700.00

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APPENDIX C

CLASSIFICATIONS

CLASSIFICATION I: High School Office Clerk, High School and Middle School Attendance Clerk

*Normal Work Year Teacher Work Year 7 hours per day 186

9 Holidays 7 hours per day 9

(Yearly Hours –1,365) 195

CLASSIFICATION II: High School and Middle School Library Clerks

*Normal Work Year Teacher Work Year 7 hours per day 186

Additional days determined by principal

7 hours per day 2

9 Holidays 7 hours per day 9

(Yearly Hours –1,379) 197

CLASSIFICATION III: High School Guidance, High School Assistant Principal, High School Child

Accounting, Athletic Director, Middle School Guidance, Middle School Assistant

Principal

*Normal Work Year Teacher Work Year 7½ hours per day 186

Additional days determined by principal

7 hours per day 15

9 Holidays 7½ hours per day 9

(Yearly Hours –1,567.5) 210

CLASSIFICATION IV: Elementary Principals’ Secretaries

*Normal Work Year Teacher Work Year 7½ hours per day 186 Additional days determined by principal

7 hours per day 15

9 Holidays 7½ hours per day 9

(Yearly Hours –1,567.5) 210

CLASSIFICATION V: High School and Middle School Principals’ Secretaries

*Normal Work Year Teacher Work Year 7½ hours per day 186 Additional days determined by principal

7 hours per day 54

9 Holidays 7½ hours per day 9

1 Holiday 7 hours per day 1

(Yearly Hours –1,847.5) 250

*Hours are subject to change as per Article IV, A.

If, during the life of this Agreement, the “teacher work year” increases, the secretaries affected will be

compensated according to the manner in which the increased work days or hours impact their work year.

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All classifications will reflect an increase in days and hours worked to match Teacher Work Year of 186

days.

APPENDIX D

2015-2016 CALENDER

July 1, 2014 First day of work for Classification V

July 4 Independence Day Holiday (Classification V)

August 17 First day of work for Classifications III & IV (work on 8/22)

August 31 First day of work for Classification II (work on 8/22)

September 7 Labor Day Holiday

September 8 First day for students

November 3 No School

November 26-28 Thanksgiving Holidays

December 19 Last day of work prior to Winter Break

December 24 Christmas Eve Holiday

December 25 Christmas Day Holiday

December 31 New Year’s Eve Holiday

January 1, 2013 New Year’s Day Holiday

January 5 Work resumes after Christmas Holidays

February 16 No School

March 15 No School

April 3-10 No School

April 13 Work resumes after Spring Break

May 25 Memorial Day Holiday

June 12 Last day for students (half day)

June 20 Last work day for Classification II

June 23 Last work day for Classifications III & IV

June 30 Last work day for Classification

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APPENDIX E All secretaries are to be evaluated annually.

Name: ____________________________________ Date: _________________

Ineffective Minimally

Effective

Effective Highly Effective N/A

Time Management: Organization and management of

projects, schedules, supervisor requests and other

workflows.

1 2 3 4

Evidence:

Written Communication: Electronic mail and

document creation is professional in tone and free of

grammar, spelling and numerical errors.

1 2 3 4

Evidence:

Technology Fluency: Uses appropriate technology choices for given tasks.

1 2 3 4

Evidence:

Oral Communication: Positive and diplomatic face-to-face and telephone correspondences with all

stakeholders, including coworkers, students and

parents.

1 2 3 4

Evidence:

Records Management: Prepares and processes files,

reports and records including financial records/documents.

1 2 3 4

Evidence:

Professional Appearance: Professional and appropriate.

1 2 3 4

Evidence:

Work Ethic: Punctuality, attendance, tasks are completed ahead of deadlines, employee takes

initiative to take on tasks without being directed.

1 2 3 4

Evidence:

TOTALS 7-13 14-20 21-24 25-28

Final Score/Rating ____________________________________________________________

_____________________________________ is recommended to the Superintendent for continued employment.

_____________________________________ is NOT recommended to the Superintendent for continued employment.

Administrator Signature X ________________________________________________________

Secretary Signature X ___________________________________________________________ Executive Director of Personnel Signature X __________________________________________